Tuition Reimbursement
RUNNING HEAD: Tuition Reimbursement
Tuition Reimbursement
Joshua Newton
DATE
Tuition Reimbursement Most students have issues planning out how to pay off loans or even get money to attend college, majority of people paying for their education need to have loans to help pay for tuition to attend school. But now more than ever, companies offer tuition reimbursement for their employees. Usually companies offer this opportunity to help further the education of their employees to improve and obtain professional capabilities by studying in universities for specialized jobs or career training (California Institute of Technology, 2007). Obviously, employees who need tuition help love this opportunity and companies that offer tuition reimbursement to help their employees. But for some companies offer tuition assistance for employees believe it will be a waste of time and money. In today’s professional environment, an education is a requirement in nearly every career. Many corporations have recognized this and have been proactive in assisting the workforce with accomplishing hiring levels of education. Employers have a vested interest in ensuring their employees have the skills and knowledge required for them to succeed. Additionally, employees are more likely to stay with a company that is willing to help fund their education. If a company does not have a tuition assistance or tuition re-imbursement program in place, should consider the benefits that a program such as this will bring. A higher education will enable employees to be more productive at work and more capable of taking on additional assignments. The increased education will also help them become leaders in the workplace. Having employees with higher levels of education will also improve the company’s professional image with clients. Furthermore, paying for the tuition cost of an internal employee would cost less then hiring a new employee with a degree and providing an individual with
Tuition Reimbursement
Joshua Newton
DATE
Tuition Reimbursement Most students have issues planning out how to pay off loans or even get money to attend college, majority of people paying for their education need to have loans to help pay for tuition to attend school. But now more than ever, companies offer tuition reimbursement for their employees. Usually companies offer this opportunity to help further the education of their employees to improve and obtain professional capabilities by studying in universities for specialized jobs or career training (California Institute of Technology, 2007). Obviously, employees who need tuition help love this opportunity and companies that offer tuition reimbursement to help their employees. But for some companies offer tuition assistance for employees believe it will be a waste of time and money. In today’s professional environment, an education is a requirement in nearly every career. Many corporations have recognized this and have been proactive in assisting the workforce with accomplishing hiring levels of education. Employers have a vested interest in ensuring their employees have the skills and knowledge required for them to succeed. Additionally, employees are more likely to stay with a company that is willing to help fund their education. If a company does not have a tuition assistance or tuition re-imbursement program in place, should consider the benefits that a program such as this will bring. A higher education will enable employees to be more productive at work and more capable of taking on additional assignments. The increased education will also help them become leaders in the workplace. Having employees with higher levels of education will also improve the company’s professional image with clients. Furthermore, paying for the tuition cost of an internal employee would cost less then hiring a new employee with a degree and providing an individual with
References: California Institute of Technology (2007) Tuition Reimbursement Plan. Retrieved September 20, 2008, from CalTech Web site: http://hr.caltech.edu/education/tuition_reimbursement.htm Hakala, D. (2008). The Pros and Cons of Providing Employee Continuing Education. Retrieved September 18, 2008 from HR World Web site: http://www.hrworld.com/features/employee-continuing-education-081808/ Hanny, M. & Northan, M. (2000, July-August). Low-cost Strategies for Employee Retention. Compensation Benefits Review, 32 (4), 65. Retrieved on September 18, 2008 from http://swtuopproxy.museglobal.com/MuseSessionID=7db1b1b12a9c4bb3afdd7b2e64674e87/MuseHost=cbr.sagepub.com/MusePath/cgi/reprint/32/4/65 Krimsly, S. (1972, December). Criteria for Tuition Reimbursement Not Met. Labor Law Journal, 23(12), 772-773. Retrieved September 18, 2008, from Business Source Alumni Edition database. Sanders, B. (2001, October 19). Tuition reimbursement in a changing landscape. New Hampshire Business Review, 23(22), 1. Retrieved September 18, 2008, from MasterFILE Premier database.